Feedback is the breakfast of Champions!

17 March 2015

Champions 3“Feedback is the breakfast of Champions!”

My Top 10 Feedback Tips


We all need feedback and as you know, it can be challenging for some people to receive it (when they are very sensitive, passionate about what they do and are trying really hard etc) and also challenging to give it (e.g. to your boss!).


Without feedback we can only rely on our own self awareness and observations when others around us might be able to assist in speeding our personal and professional growth by providing us with their view on how we can improve.


Good feedback must always come from a place of helping the person never blaming, criticising or complaining about them. This builds positive workplace culture and family relationships too!


We must always listen to feedback, even if we disagree with it, or feel it is hard to take or if it’s delivered in a harsh way. Also regardless of whom it comes from, not only our boss but from our peers and direct reports too. Everyone has a different perception and could all be a teacher for us. Being closed or thinking you’re always right is a sure way to miss out on valuable feedback.

We need to rise above feedback being perceived as a negative thing and look hard at ways to take aspects of it to improve our personal and professional development.

Other people always have different perspectives and views compared to our own, right or wrong, so it’s important to be open and listen to others and also share your own views so they can hear your perspective on the same issue.

Sometimes you will be able to see and agree with the person giving you feedback, other times you may not. If someone is giving you feedback and you really want to follow their guidance but don’t know how, ask them to give you a specific example on what you can change which would show them you have successfully implemented their feedback.


It’s important to give as accurate feedback as possible. Before jumping to conclusions, it’s great if you can get some specific measures that support your feedback. E.g. 

“Well done, you are improving the growth of the business because you successfully signed up 5 new clients this month in comparison to 2 per month for the previous 3 months.”

Remember, not everyone will always provide accurate or the right feedback all the time either – even your manager or if you’re the manager giving feedback to your team! There can be many reasons for this, stress, not being close enough to the work to see accurately or not having looked at figures to back up statements.

Sometimes others may think you’re doing well when you don’t think you are! This is a mis-match to simply be discussed.


Use the CRC Technique (commend / recommend / commend). Ref: Toastmasters International

Keep things simple with your communication by listening and discussing feedback, with a common goal of getting the best out of everyone in the team.

Be careful of never giving feedback when you’re in a place of frustration or upset yourself. First get yourself under control, think clearly and professionally and deliver your feedback in a helpful and uplifting way for the other person to receive.

Try to aim for your feedback to be inspiring for the person to achieve more rather than putting them down and leaving them feeling flat and unmotivated.


Sometimes people need to hear the feedback a few times or from a few different people to really understand it’s a problem for them and something to be fixed for their best interests. Other times people are trying but haven’t yet worked out a way to overcome the challenge of making the desired change.

A person may not implement a piece of feedback because they don’t actually believe it will help them or provide them with better results. When this happens it’s important to address the belief, not just tell them they must do it.

Be patient with people, ask how they think they are going with previously delivered feedback first, perhaps they have made some changes you’re not aware of and then support and encourage them through what else they can do.

Of course if you’re trying to provide someone with valuable feedback that you know will help them and they continue to ignore it, first check in with the accuracy or if the person actually sees that as something important for them to change. They might not be trying to change because they don’t see the value in making it a priority.

Sometimes direct and assertive feedback is required. Show the person how you think implementing the feedback will directly help them and what you see will or could happen if they don’t. It’s important for you when giving feedback to select the most appropriate way of delivering it to get the desired outcome.


You can quickly identify if your feedback is working by asking the person if they found it helpful and observing if people are following your advice or not.


Being open to another person’s feedback when perhaps you don’t agree with it is very important too. This can build confidence, you might not think you’re improving when they say you really are can be very helpful! You might not see it yourself.

Each person must stop and really think about what the person is saying before they dismiss it as incorrect or remaining stuck in their own ways.


Frequency of feedback helps when it’s common practice in an organisation. For if and when it comes ‘out of the blue’, especially from the top, people can be shocked or perceive it as though it is a bigger deal than it actually is.

It’s best to work through things when they are small and manageable rather than not communicating feedback and allowing small issues to build into a big problem.


It’s not fair if a person doesn’t get the feedback they need as it doesn’t give them the chance to improve before something may be taken away from them etc.

Check in with how you are giving and receiving feedback and take note of any actions you think you could improve upon in your organisation.

I hope you enjoyed today’s article and if you need any help with feedback, either your own or in your organsiation please contact me today! 

Live Your Best Life


Jacqueline Pigdon, The LOVE MONDAYS Expert is an Australian rowing champion, a spiritual life & career coach, author and award winning entrepreneur! Beginning her career in corporate IT and as an elite sports person she knows firsthand how to achieve goals and make a successful and fulfilling career transition. Jacqueline has dedicated her life to helping other women all around the world do the same and create a career and life they love!

T: +61447728677
E: [email protected]

To get a copy of Jacqueline’s BOOK ‘Love Mondays Now – 5 Steps to a career & life you love CLICK HERE!

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